Assignment格式范文：Microsoft's Best Practice Model

Assignment格式范文-微軟的最佳實踐模型。本文是一篇國外大學Assignment格式范文，主要內容是通過分析微軟，可以很容易地說他們遵循了“最佳實踐模式”。最佳實踐被認為是以最有效的方式接近管理層的最佳方式。最佳實踐模型使用的最重要和最常見的實踐是選擇、獎勵、培訓和發展。報名是協會尋找并吸引人員填補工作機會的程序。大多數協會都有一個程序，需要招募新的工人來取代離職或晉升的個人，同時牢記確保新能力和促進等級發展的最終目標。本篇assignment指出報名是經過人力資源安排后，作為一個不可分割的單元進行的，協會通過決心準備來評估候選人的合理性。由于招募了大量的競爭對手，即使是最準確的選擇框架也沒有什么用處。合同主要部分的專業能力并不是最關鍵的，盡管準備能力和責任是最關鍵的——這也是最佳做法的標志。最佳實踐的實質是，這一模式將占據上風。微軟在其選拔過程中蓬勃發展，該過程基于雇傭最聰明的人，他們優先考慮智力而非經驗。同時assignment還指出從早期開始，微軟就直接從有系統的大學招聘應屆畢業生，例如世界各地的招聘會。招聘人員所做的是，他們經常去最好的大學，如耶魯大學、麻省理工學院和斯坦福大學，尋找和尋找最好的學生，這將有助于組織實現目標，并成為一筆資產，思考過程，給他們一些需要解決的問題，無論他們是否能承受壓力，這在某種程度上都能讓他們發揮出最好的一面。雇傭合適的人的重要性也體現在微軟的“n減1”戰略中，這意味著雇傭的人比所需的少。這項政策強化了雇傭合適的人比僅僅為了填補一個職位而雇傭更重要。這種做法被暗指為“集中決心”，重點是培養“杰出的個人”。下面就一起通過以下assignment格式范文來學習并掌握assignment怎么做。

By analysing Microsoft, it can easily be said that they follow the `Best practice model’. Best practice is identified as the best way of approaching the management in the most effective way. The most important and common practices used by the best practice model are selection, rewards, training and development (Gunnigle, Heraty and Morley, 2011). Enrolment is the procedure by which associations find and draw in people to fill work opportunities. Most associations have a proceeding with need to enrol new workers to supplant the individuals who leave or are elevated keeping in mind the end goal to secure new aptitudes and advance hierarchical development. Enrolment takes after HR arranging and runs as an inseparable unit with determination prepare by which associations assess the reasonableness of hopefuls. With fruitful enlisting to make a sizeable pool of competitors, even the most exact choice framework is of little utilize. Specialized capacity in the dominant part of their contracts is not the most critical, though prepare capacity and responsibility are which again is a sign of best practice. The substance of the best practice is that this one model will support upper hand (Marchington & Grugulis, 2000). Microsoft thrives on its selection process which is based on hiring the most intelligent people where they give priority on intelligence over experience. From the early days, Microsoft hires fresh graduates straight out of universities for which they have a system in place e.g. job fairs in almost every part of the world. What the recruitment staff did was that they use to go the best universities like the Yale, MIT and Stanford to search and hunt for the best students which will later help the organisation in achieving its goals and become an asset.?  The system they had in place was new and better than the usual interview instead they made the recruits go through an exercise based on testing their skills, thought process and giving them situations problems to solve, which in a way brought out the best from them whether they can with stand the pressure. The importance of hiring the right people is also show in Microsoft’s ‘n minus 1’ strategy which means less people are employed than are required. This policy reinforces that hiring the right people is more important than hiring just to fill a position. This practice is alluded to as ‘Focused determination’ where the emphasis is on procuring ‘remarkable individuals’ (Pfeffer, 1998).

In terms of change a new policy should be brought in where people from any back ground can register online with a new idea or a product and can be given a date where they can come to Microsoft, a present their idea in the form of a presentation or business proposal. If the idea attracts the management, the recruiters can then offer them a temporary role which will lead to a permanent place in company.

在變革方面，應該引入一項新政策，讓來自任何后臺的人都可以在線注冊一個新想法或產品，并給他們一個來微軟的日期，以演示或商業提案的形式展示他們的想法。如果這個想法吸引了管理層，招聘人員可以為他們提供一個臨時職位，從而在公司中獲得一個永久的職位。

ICRC

The business system of the ICRC is one of a philanthropic sort, in this manner their fundamental point is to help individuals when a fiasco happens. In this way, the HR arrangement to contract staff and redeploy them as fast as would be prudent. Choices are taken at top level of an extremely despotic Association. The choices depend on the key arrangement of the Association. This model is a Best Fit model; supporters of best fit approach trust that if human asset strategies of any associations are adjusted to business technique, superior work practices will be accomplished. Where vertical fit works from top level to base and HR objectives fit the general technique of the Association to look for upper hand.

紅十字國際委員會的商業系統是慈善性質的，在這種情況下，他們的根本目的是在發生慘敗時幫助個人。通過這種方式，人力資源部安排與員工簽訂合同并盡快重新部署他們是謹慎的。選擇是在一個極端專制的協會的高層做出的。選擇取決于協會的關鍵安排。此模型為最佳擬合模型；最佳匹配方法的支持者相信，如果任何協會的人力資產戰略都能適應商業技術，那么優秀的工作實踐就會實現。垂直擬合從頂層到底層，人力資源目標符合協會的一般技術，以尋找上風。

ICRC has experienced critical changes which have prompted to a change in numerous HR hones. This has been coordinated by the key arrangement and the move from a National based Association to one more globalized. This has permitted ICRC to move towards a more representative based model, which concentrates on in addition to other things preparing and long haul work objectives. ICRC does not have an organized execution examination framework or a profession advancement way for staff. Staff has talks toward the finish of their central goal. Planning for key parts and administrators is something that the Association ought to consider. There is an unmistakable vibe that discovering representatives and conveying them as quickly as time permits is the fundamental objective. This structure is bad for an Association, as arrangement ahead of time and anticipating future work needs are a superior option. The test of absence of support is additionally highlighted as a test for ICRC. Workers are required to wind up distinctly self-ruling as snappy as would be prudent. Once the underlying preparing has been finished there is by all accounts little else offered and as far as further advancement. Improvement of individuals is a rousing variable and something that representative’s need, which likewise prompts to acknowledgment.

References 參考文獻

Bratton, J. and Gold, J. (2007) Human Resource Management: Theory and Practice, 4 thed. Basingstoke: Palgrave McMillan.

P Gunnigle, N. H. &. M. M., 2011. Human Resource Management in Ireland. 4th ed. Dublin: Gill and McMillan.

Patrick Gunnigle, N. H. M. J. M., 2011. Strategy, Performance and Human Resource Managment. In: Human Resource Management in Ireland. Dublin: Gill & Macmillan, pp. 46-75.

Armstrong, M. (1987) A Case of the Emperor’s New Clothes. Personnel Management, 19(8): 30--35.

紅十字委員會經歷了重大變化，促使許多人力資源方面的措辭發生了變化。這是由關鍵安排和從一個以國家為基礎的協會向一個更加全球化的協會轉變所協調的。這使紅十字委員會能夠朝著一種更具代表性的模式邁進，這種模式除其他事項外，還側重于準備工作和長期工作目標。紅十字委員會沒有一個有組織的處決考試框架，也沒有工作人員的職業晉升途徑。工作人員正在為完成他們的中心目標進行談判。協會應該考慮對關鍵部分和管理人員進行規劃。有一種明顯的感覺，發現代表并在時間允許的情況下盡快傳達他們是根本目標。這種結構對協會不利，因為提前安排和預測未來的工作需求是一個更好的選擇。缺乏支持的考驗也被強調為對紅十字委員會的考驗。工人們被要求以明顯的自治結束，就像謹慎一樣敏捷。一旦基本的準備工作完成，所有人都認為，除了進一步的進展之外，幾乎沒有其他的機會。個人的進步是一個令人振奮的變量，也是代表性的需要，這同樣促使人們承認。本站提供各國各專業assignment范文，assignment代寫以及assignment寫作輔導，如有需要可咨詢本平臺。